IPMI Corporate L&D Conference Session (2015)
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Josh Painter and Karen Basile presented on driving increased engagement by transforming the course experience. They discussed how only 30% of US workers are engaged and employee engagement has become a top issue. Traditional learning methods like e-learning and virtual classrooms are limited and unengaging. The presentation outlined six principles for high-engagement learning design: connecting it to the business, supporting learners, blending formal and informal learning, making it social, personalizing it, and making it fun. Tyco implemented these principles through an online innovation course that saw high completion rates, engagement, and positive feedback.
IPMI Corporate L&D Conference Session (2015)
- 1. Josh Painter – VP Product, Apollo Professional Development Karen Basile – Senior Director, Tyco University Driving Increased Engagement by Transforming the Course Experience September 21, 2015
- 2. Agenda 1. The Case for Change 2. Addressing the Engagement Problem 3. Six Principles for High-‐Engagement Learning Design 4. Tyco InnovaQon Story 2
- 3. The Case for Change
- 4. Some good news… Employee engagement is at its highest level in 15 years
- 5. Any guesses? 30% 50% 70%
- 6. Reality: Workforces are Unengaged • Only 3 in 10 US workers are engaged, and almost 18% are acQvely disengaged. • The cost of unhappy employees is esQmated at roughly $500 billion in lost producQvity each year. • Employee engagement has become the #1 burning issue for corporate talent right now. 6
- 7. The Overwhelmed Employee Overwhelmed Distracted ImpaQent Workers spend 41% of their Qme on things that offer li_le personal saQsfacQon 2/3 of knowledge workers complain that they don’t have Qme to do their jobs People unlock their smartphones up to 9 Qmes every hour Workers get interrupted as frequently as every 5 minutes Online designers now only have between 5 and 10 seconds to grab someone’s a_enQon before they click away Most learners won’t watch videos longer than 4 minutes Technology and too much access have turned us into “overwhelmed” employees. Nearly every company sees this as a challenge to individual producQvity and overall performance, but struggles to handle it. – Deloi&e Human Capital trends 2014 Meet the Modern Learner
- 8. Employee Development Ma_ers Research shows that a focus on company-‐ specific training is one of the strongest contributors to employee engagement and retenQon. Moreover, companies whose cultures stress learning rank among the top organizaQons for engagement1. 23 percent of employees leave for lack of development opportuniQes and training In some studies Millennials – now the largest share of the US workforce – rank employee development higher than salary when asked about job factors they value as important. 1 Deloi&e Global Human Capital Trends 2015
- 9. How are we developing our employees today? 9 E-‐learning / WBTs and virtual classroom are limited and oken unengaging Classrooms have Qme, locaQon and cost challenges 55% 20% State of the industry Report. Association for Talent Development, 2014 15%
- 10. An Image Problem for L&D? 10
- 11. The grass is greener… 11 Uber it home Open table a dinner reservaQon Nemlix your fill of your favorite shows
- 12. Addressing the Engagement Problem
- 13. Learning at Work is Changing Employers are giving renewed focus to acceleraQng skills development • A “re-‐imagining” of the learning experience • IntegraQon of learning into daily work • AdopQon of on-‐demand and mobile ready learning delivery Companies are rethinking the relaQonship between learning and work
- 14. Greater Engagement Towards High-‐engagement Learning 14 Didactic Social and Collaborative Classroom Blended, Online and Project Based Formal only Formal, Informal and Experiential One Size Fits All Personalized Test Scores Impact Scores One location Anywhere and Everywhere From: Low Value Learning and Engagement To: High Value Learning and Engagement 1% engaged Andragogy Delivery L&D Model Learner Focus Measurement Place 14 Low Engagement
- 15. 6 Principles for High-‐Engagement Learning Design 1. Connect it to the business 2. Support the learners 3. Blend and Balance 4. Make it social 5. Personalize it 6. Make it fun Learn PracticeApply Principle #3: balancing formal with informal learning design
- 16. InnovaDon Journey at Tyco
- 17. Changing Approach to InnovaQon “Outside-‐In” Mindset § Deepen insight to customer needs and apply new technology to solve problems § Accelerate innovaQon process through InnovaQon Workshops § Expand access to and capabiliQes in criQcal technologies and sokware § Allocate resources to maximize growth & value creaQon § Strengthen innovaQon culture Customer Insights New Technology Commercial Excellence Technology Excellence Mindset, Process & Technology Drives Innovation #1 Connect it to the Business
- 18. Tyco University Strategy 18 Tyco University aligned to create enterprise capability for the 4 key prioriQes Sales Capability & Excellence Sales capability development: • Sales Manager –quick win focus • Curricula for soluQons sales consultaQve sales, trans-‐ acQonal sales and managers Growth & InnovaQon Enabling Tyco growth agenda • InnovaQon foundaQonal skills for leaders • Enterprise deployment of InnovaQon Workshops Leadership Development Developing Managers and Leaders with an iniQal focus on: • FY 15 Frontline Manager Training • FY16 HIPO Leadership Development Change Leadership • ImplemenQng change curriculum globally to build our change capability Building our global capabiliQes in a university without walls #2 Support the Learners
- 19. InnovaQon Curriculum 36 InnovaQon Workshop Leaders trained globally Design Thinker / InnovaQon Workshops Innovators Accelerator online learning course InnovaQon Overview 2-‐hour workshop to enable readiness InnovaQon Workshop Leaders lead transformaQonal change through innovaQon #3 Blend and Balance
- 20. Accelerator Course Experience An innovaQve approach to online learning with the goal of changing the status quo for online learning: make learning fun, engaging and effecQve. Developed by Apollo EducaQon Group in partnership with IDEO, a leading internaQonal design and innovaQon firm. Introduced to the market with the launch of Innovator’s Accelerator, a turnkey course on innovaQon developed with three of the world’s foremost experts on innovaQon.
- 21. #6 Make it Fun #5 Personalize It #4 Make it Social demo: http://tiny.cc/iax
- 22. Principle #4 – Make it Social Social sharing – Share notes and key takeaways via email or across social media sites. Comments – Engage other students in discussions related to the lesson topics
- 23. Principle #5 – Personalize It
- 24. Principle #6 – Make it Fun
- 25. Results at Tyco All students completed the course Consistent engagement with course content and other parQcipants throughout 7 weeks of the course Students average Impact Score was 587 points, and the mean score for the Skills Tracker was >70% of max Cohort had an NPS raQng of 80 2822242929
- 26. Q&A